AI-Powered Performance Pay and Incentives for Home Services
Pay for the score, not the clock.
Bigger tickets, fewer callbacks, improved labor rates, and a reason for your top techs to stay. ShareWillow designs and runs AI-powered performance pay and incentive plans without the headache of spreadsheets.
Hourly pay puts you and your techs on opposite sides of the table.
Your tech needs 50 hours a week to pay his bills, so he runs up the clock. You bid the job at 30 hours. Two people, same job, two completely different definitions of a good day.
Hourly pay rewards slow work. It pays the same to your best tech and your worst tech. And it makes change look like a pay cut, even when it's a pay raise.
“Show me the incentive, I'll show you the outcome.”
— Charlie Munger
Hourly pay
Run up the clock
More hours = more money
Best & worst tech paid the same
No incentive to improve
Performance pay
Run up the score
Bigger paycheck for better work
Rewards skill, speed, and quality
Owners and techs aligned
What you get
An incentive layer that runs itself.
We don't sell software you have to figure out. We design the plan, ingest your data, run the payouts, and give your techs a leaderboard that drives performance.
Plan design1–2 wks/ from data to plan
A plan built for your shop, not a template.
We pull two months of your data, benchmark it against shops your size, and design a plan around the metrics that move the needle. Average ticket, callback rate, membership conversion — whatever needs work.
Real-time leaderboardsLive/ data from your FSM
Techs see exactly where they stand.
Mobile app shows projected payout, effective hourly rate, and live ranking. Winners want to know the score. A-players show up differently when the board is on the wall.
Callback deductions, review thresholds, checklist-gated payouts. We stress-test the plan for ways to game it, then put a guardrail there before launch.
Automated payroll<1 hr/ weekly payroll for 19 techs
From a full day of math to under an hour.
We ingest your data through API or our team — you won't know the difference — calculate every payout, and export straight to ADP, QuickBooks, or Gusto.
White-glove rollout3–4 wks/ from kickoff to live
We're on the call when you tell your team.
Shadow payroll runs 1–2 weeks in the background. Then a Zoom with your crew, talk track included. We download the app with them and make sure every tech logs in before the call ends.
Plays nice20+/ integrations
Plugs into the software you already run.
ServiceTitan, Housecall Pro, Jobber, FieldEdge, Workiz, BuildOps, and a dozen more. If your data is captured anywhere, we can pull it.
Why owners switch
Hit higher numbers with the techs you already have.
Performance pay raises tickets, drops callbacks, and keeps your A-players from walking. Same trucks. Same crew. Different paychecks for everyone.
Bigger tickets
Average ticket goes up — sometimes a lot.
When techs share in the upside, conversion and add-ons climb fast. Streamline's average maintenance call went from $869 to $1,367 with the same 16 techs.
$869 → $1,367
Avg. ticket · Streamline
Proof
Fewer callbacks
Callbacks drop below industry average.
Quality guardrails make callbacks expensive for techs and rare for you. Clogbusters runs below 2% — half the industry average — with a flat $100 callback deduction.
<2%
Callback rate · Clogbusters
Proof
Top techs stay
A-players stop shopping for $1 raises.
When your top tech makes $180K on pure performance pay, $25-an-hour offers down the street don't move him. The plan is the retention strategy.
$180K
Top tech earnings · age 19
Proof
The tech app
Every tech sees the score in their pocket.
Payroll becomes a leaderboard. Techs check their projected payout, effective hourly rate, and live ranking after every job — same way they'd check the score of a game they're trying to win.
Real-time leaderboards
The whole crew sees who's leading, by what, and by how much. Top techs become the standard. Newer techs see exactly what good looks like.
Projected payout, updated every job
Techs know what they'll bring home this week before Friday. No surprises. No "how did you get that number" conversations.
Effective hourly rate, not just base
We bundle base, bonuses, and incentives into one number. Your $20/hr tech is actually a $32/hr tech. Now they know it — and so does the shop down the street.
Drill into every job
Tap any payout to see the jobs behind it. Full transparency on what counted, what got deducted, and why.
We're not just paying for speed — we're paying for perfection. Every plan has guardrails: callback deductions, review thresholds, checklist-gated payouts. We stress-test the plan for ways to game it, then patch the holes before launch.
We position it as the upside — a bigger paycheck for the work they're already doing well. We give you a talk track, model every tech's projected pay, and join the rollout call. You make money when we make money. Here's the framework.
Three years in, hundreds of shops, thousands of plans. We've probably seen your use case. HVAC, plumbing, electrical, garage doors, drain, restoration, moving — the principles are the same. The plan is custom.
No contracts. Money-back guarantee on everything, forever. If the numbers don't move, you don't pay. We're confident because we've watched it work 300 times.
Three to four weeks from kickoff. Week 1 audit, week 2 plan, week 3 shadow payroll, week 4 go-live Zoom. We do the heavy lifting.
Build an incentive program designed to grow your business.
Get personalized guidance from the ShareWillow team. We'll help you design a profit sharing plan that motivates your team and drives business results.
